28 Jun HUMAN RESOURCES MANAGEMENT (HRM)
Human Resources Management (HRM)
C. Instructional Approach
I believe that my role at NKU is to prepare you for success in your chosen profession. The class is intended to facilitate interaction that will make that possible. I solidly believe that no employee ever comes to work intending to short-change their company and do a less than excellent job! Aligned with that, I believe that no college student comes to class trying to skate by. Until you prove to me that I am wrong, I will maintain my beliefs in both of these concepts.
To help us achieve our mutual primary objective for the course (which is to make you ultimately successful in the world of work), my intent is to foster a relatively informal and comfortable class atmosphere. This will help facilitate better communication within the class and will in turn enhance your ability to learn. Class time will involve a mixture of lecture, class discussion, sharing of candid perceptions of the HR recruiting function, and exchanging ideas, challenging current thinking, and occasionally agreeing to disagree.
The graded course work will include 2 major exams (Midterm and Final), 4 announced quizzes, and an HR Selection research project. As adults and aspiring business leaders, I expect you to read associated materials available on the internet before each class session and to actively participate and contribute in the class. There are no points or credit for this aspect, as there is no credit for showing up. These are expectations. Think about questions to ask in class from your own experience, and from what you read regularly in the current media sources available to you. Please offer relevant ideas and opinions when we are discussing the material. I believe this course will be challenging and rewarding, especially if we have meaningful class discussions about the material.
IV. COURSE WORK A. Course Readings and Supplements
The primary source for course material will be the Power Point presentations that I produce and deliver in class. We may use other short readings and information to supplement the textbook as I make them available. Reading the PPTs and other course materials before or after class will help you keep-up with, and even exceed the course material and will give you an opportunity to come to class prepared to contribute to the discussions and to ask questions or share personal experiences you have had (or have heard of) relevant to the topic!
B. MajorExams
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There will be 2 major exams worth 100 points each. One will be a Mid Term, and the other will be the Final. The major exams will each cover a predetermined number of units. Each exam will test only the presented lecture material covered during their respective portions of the session and will consist of Multiple-Choice, Matching and True-False questions.
Each major exam will be worth 20% of your grade. Together they will equal 40%.
C. “HR Recruitment and Selection” Project
Each of you will have a personal interview project. The project will be worth a total of 100 (20%) points. The project will be structured the same for each of you, but the research and the written report on it will be of your own creation. The tasking is as follows:
CONTEXT: The Human Resources recruitment and selection process suffers from lack of uniformity and that yields varying perceptions from those involved applicants in the hiring process. An applicant/candidates personal experiences as they interact with HR staff, and the process elicits their responses that likely indicate deficiencies and strengths of the hiring procedures.
PURPOSE: The rationale for this project is to provide you with the range of views held by 2-3 professionals that you choose to interview relative to their perceptions of human resources processes within their own experience when involved in hiring with their companies. These will be their personal feelings about the strengths and deficiencies that they encountered as they moved through the steps involved.
QUANTITY: The research project should consist of your interviews with at least 2 but no more than 3 of your acquaintances who are currently employed in college degree/ professional roles. It may be friends, relatives, or casual acquaintances. If you are currently employed in a professional exempt (not hourly) role and you wish to respond as one of the interviews that is acceptable. Your resulting write-up for submission for credit should be no longer than 5 pages. There is no minimum length, but do not be so brief as to be incomplete with your thesis.
QUALITY: The research should culminate in a written report that compares the interviewees perceptions and draws conclusions about why they perceive the HR recruitment and Selection (Hiring) process as they do. It will be typed using whatever font and type size that you prefer, understanding that as a business class, you should view the final business product as something your eventual managers manager may read.
RESOURCES: The interview/data gathering process should consist of the following demographic values to allow for possible generalizations at a later time. (I will supply a template for you.)
1. NO Names of people or companies
2. List the Company business function:
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a. EXAMPLES: Law, Manufacturing, Social services, Non-Profit, Food Services, Medical, Education, etc. ….Generally, what is the business purpose/reason for the company to exist?
3. Size of company (# of employees)
4. Interviewees level in the company
a. Supervision- Exempt Role
b. Individual Contributor- Exempt Role
c. Professional- Medical, IT, Analyst, Marketing/ Sales or Legal Role
d. Management- With direct reporting personnel
e. Leadership- (Director, VP, etc.)
5. Interviewee Age and Gender(Per questionnaire template)
6. Questions to ask the respondent (A uniform questionnaire will be provided to you):
a. How were you made aware that the current role may be available?
i. Media (Job Boards, Company web site, Prof. Org. Web Site)
ii. Advertisements whether newspaper, journal, or other
iii. Referral from co-worker, family, or personal network
iv. Other (please list)
b. How were they handled (steps used) during the process?(Yes or No)
i. Initial phone screen (HR; 1:1; Panel?)
ii. Used recruiter (and what process steps were involved?)
iii. On site interview (and who interviewed them at that time?)
1. What were Best Practice aspects?
2. What were less acceptable activities/procedures?
iv. What were elements of the Offer Process?
1. Did negotiating occur or was offer acceptable as made?
2. What benefits/perks were offered or explained?
a. Healthcare
b. Vacation
c. Holidays
d. Retirement/401-K/ Perks
e. Other
v. Hiring/Onboarding process
1. How did they manage the Acceptance to Arrival period?
2. Did they assign a mentor initially?
3. Was there a New Hire orientation?
4. Was there a role for the MoR during onboarding?
vi. What were exceptional aspects of on boarding?
1. What would have added quality to the process?
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Finally, as a result of these collective interviews, if you were to design a Best in Class hiring process (whether you are to be an HR professional, OR a non-HR business leader in a company, what critical practices would you include to increase the quality of the overall recruiting and selection processes and procedures? Be specific and explain why.
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